■多种因素可以助长护士离开其雇用医院或职业的意图。工作不满和倦怠是这个决定的原因。社会人口统计学和工作背景因素也可以在解释护士离职意向方面发挥作用。
■为了调查社会人口统计学和工作背景因素的作用,包括作业资源,工作要求,工作不满意,去个性化,和情绪疲惫,护士打算离开他们的医院或职业。
■多中心横断面研究。
■八家欧洲医院,每个国家两个,包括比利时,荷兰,意大利,和波兰。
■从2022年5月16日至9月30日,我们收集了在选定医院工作的1,350名护士的完整答复(13%的答复率)。
■通过两个5-Likert量表结果评估了离开的意图,同意离开该行业的意图和离开医院的意图。采用Logistic回归模型进行统计分析。
■在多变量分析中,观察到离开医院的意愿更高:年龄较小,在对抗COVID-19的前线服役,缺乏装备,住在荷兰,情绪疲惫,对工作前景不满,对专业能力的使用不满。离开这个行业的意愿更高:年龄更年轻,住在荷兰,有工作相关的健康问题,去个性化,情绪疲惫,职业发展的可能性很低,对工作前景不满,缺乏专业能力的运用,总体上是满意度,对薪水的不满。住在意大利的护士表示离开的意愿最低。
■在确认工作不满意和倦怠的作用的同时,我们发现离开年轻护士的意愿更高,有工作相关健康问题的护士,以及COVID-19大流行期间的护理人员。对工作前景不满意,专业发展,和薪水也增加了离职意向。我们呼吁教育工作者,经理,和政策制定者解决这些因素,以保留有风险的护理类别,实施策略以减轻离开的意图。
UNASSIGNED: Multiple factors can fuel nurses\' intention to leave their employing hospital or their profession. Job dissatisfaction and burnout are contributors to this decision. Sociodemographic and work context factors can also play a role in explaining nurses\' intention to leave.
UNASSIGNED: To investigate the role of sociodemographic and work context factors, including job resources, job demands, job dissatisfaction,
depersonalization, and emotional exhaustion, on nurses\' intention to leave their hospital or their profession.
UNASSIGNED: Multicentre cross-sectional study.
UNASSIGNED: Eight European hospitals, two per each country, including Belgium, the Netherlands, Italy, and Poland.
UNASSIGNED: From May 16 to September 30, 2022, we collected 1,350 complete responses from nurses working at the selected hospitals (13 % response rate).
UNASSIGNED: The intention to leave was assessed through two 5-Likert scale outcomes, agreeing with the intention to leave the profession and the intention to leave the hospital. Logistic regression models were used for statistical analysis.
UNASSIGNED: At the multivariable analysis, a higher intention to leave the hospital was observed for: younger age, having served on the frontline against COVID-19, lack of quipment, living in the Netherlands, emotional exhaustion, dissatisfaction with work prospects, and dissatisfaction with the use of professional abilities. There was a higher intention to leave the profession for: younger age, living in the Netherlands, having work-related health problems,
depersonalization, emotional exhaustion, low possibilities of professional development, dissatisfaction with work prospects, lack of use of professional abilities, overall ob issatisfaction, and dissatisfaction with salary. Nurses living in Italy expressed the lowest intention to leave.
UNASSIGNED: While confirming the role of job dissatisfaction and burnout, we found higher intention to leave for young nurses, nurses with work-related health problems, and caregivers during the COVID-19 pandemic. Dissatisfaction with work prospects, professional development, and salary also increased the intention to leave. We call for educators, managers, and policymakers to address these factors to retain at-risk nursing categories, implementing strategies to mitigate intentions to leave.